Use this step by step explanation to craft a good employee performance feedback review for a computer systems consultant. Find the right words with quality phrases.
A computer systems consultant advises organizations on the best way to use computer systems and information technology to achieve their set goals; designs the computer systems and communication networks of an organization as well as providing advice about the security, expansion, and quality assurance of the computer systems. He/she also develops policies and procedures of the information systems.
Other duties include assisting the organization in selecting the computer systems; creating computer networks; preparing user manuals; performing software programming; training users on how to use upgraded or newly installed systems; recommend and design security features for a network or computer system; design websites and establish a database for the company.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
Rating Meaning | |
| The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies. | 1 |
| Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results. | 2 |
| The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work. | 3 |
Supervisor's Feedback | ||
Skill | Comments | Rating |
|---|---|---|
| PUBLIC SPEAKING: Public Speaking though closely related to presenting differs in that it is the process of performing a speech before a live audience with the purpose of informing, persuading or entertaining. | Handles pressure well and always tries to keep cool when there is panic. Has a good knowledge of understanding and speaking a wide array of languages. | 2 |
| PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships. | Communicates or articulates issues in an obvious and concise way that people can easily understand. Creates opportunities to evaluate and implement the decisions that are arrived at properly. | 2 |
| DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one. | Sets a date for a review period where one can examine a decision and improve upon it Creates a constructive environment to explore the situation at hand and weigh up one's own options | 2 |
| WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there. | Encourages colleagues to work and quickly build up a jovial working environment of trust Carries a delicious humorous character that makes others enjoy a good laugh as they perform their tasks | 3 |
| EMOTIONAL INTELLIGENCE: Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you. | Presents problem analysis and recommended solution to other employees rather than just describing or identifying the problem itself Makes eye-contact, pays attention to nonverbal clues such as tone of the voice, facial expressions, and posture when having a conversation with a colleague | 2 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Is able to invoke a sense of urgency in order to get a person to act at the moment Remains calm in order to avoid an appearance of self-doubt and anxiety and speaks in a clear, straightforward manner | 2 |
| PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down. | Concentrates on the solution that can lead one to achieve the set goals and anticipates possible challenges associated with this solution Tries to look for solutions from other people who have faced the same situation, how they have solved it and the kind of challenges they have faced along the way | 3 |
| MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend. | Makes enough effort to provide participants with a written agenda for the meeting in advance Demonstrates willingness to learn more meeting management skills to improve future meetings | 2 |
| COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world. | Shows willingness to learn how to create, use, and troubleshoot computer networks Shows willingness to learn how to use computer aided design technologies to create technical illustrations | 2 |
| TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace. | Encourages colleagues to undergo training in new areas of expertise and to share their knowledge with others Shows willingness to learn new technologies and makes an effort to remain updated with technology | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PUBLIC SPEAKING: How well do you engage your audience while giving a talk? Do you listen to other speakers and what have you learned so far? | [employee comments] |
| PROBLEM SOLVING: Give an instance you solved a problem, and it was successful. Are you in most cases conversant with what the problem is before you solve it? | [employee comments] |
| DECISION MAKING: Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome? Can you give specific examples of decisions that you make rapidly and those that take more time? | [employee comments] |
| WORK ATTITUDE: Do you allow others to air their opinions or give you new ideas you can implement? Do you care about the impression you give to your business about what kind of a person you are? | [employee comments] |
| EMOTIONAL INTELLIGENCE: Describe a time when you received feedback on your performance, and you had to disagree with it. How did you handle the situation? Can you describe a time when understanding your colleague's perspective helped you resolve an issue or accomplish a task? | [employee comments] |
| PERSUADING OTHERS: What are some of the things that you have done to improve your ability to persuade others? Can you describe a time when you have successfully influenced your team members to embrace change? How did you go about it? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: Your manager wants to buy a program that will improve the customer service and asks you for a recommendation. How would you reply? Describe a time when you have anticipated a problem. What did you do about it? | [employee comments] |
| MEETING MANAGEMENT: Have you ever failed to give participants the topic to be discussed beforehand? How did you correct the mistake? What efforts are you making to follow up on meetings and document all the assigned tasks? | [employee comments] |
| COMPUTER SKILLS: Have you ever tried to create a computer network unsuccessfully? How did you solve the challenges faced? What efforts are you making to learn how to install different types of operating systems? | [employee comments] |
| TECHNICAL SKILLS: What do you to ensure that your technical skills are current? How often do you train others in your area of expertise and how often do you share your knowledge? | [employee comments] |
Summary |
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Sections 1-4: To be completed by the supervisor Section 5: To be completed by the employee |
1. Exceeds Job Related Expectations |
2. Areas to improve |
3. Goals completed since last performance feedback |
4. Goals for next period |
5. Employee comments |
Signatures | |
| I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal. | |
| Employee: | Date: |
| Supervisor: | Date: |
| Human Resources: | Date: |